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Antecedents and Outcomes of Felt Tru...

Zhu, Ningyi,

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Antecedents and Outcomes of Felt Trust by Supervisor in the Workplace /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Antecedents and Outcomes of Felt Trust by Supervisor in the Workplace // Ningyi Zhu.
作者:	Zhu, Ningyi,
面頁冊數:	1 electronic resource (142 pages)
附註:	Source: Dissertations Abstracts International, Volume: 82-08, Section: A.
Contained By:	Dissertations Abstracts International82-08A.
標題:	Perceptions. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28316586
ISBN:	9798569984749

Antecedents and Outcomes of Felt Trust by Supervisor in the Workplace /
Zhu, Ningyi,

Antecedents and Outcomes of Felt Trust by Supervisor in the Workplace /Ningyi Zhu. - 1 electronic resource (142 pages)

Source: Dissertations Abstracts International, Volume: 82-08, Section: A.

Interpersonal trust has been identified as an important determinant of productivity in organizations. Although previous research has highlighted the importance to investigate trust from the perspectives of both the trustor and trustee, most studies have exclusively concentrated on trust rather than felt trust. By using the symbolic interactionist view and social information processing theory, I developed a model to delineate the emergence and influence of felt trust by supervisor. Specifically, I proposed that supervisory trusting behavior fosters subordinates' perception of being trusted, which in turn induces the subordinates to engage in more supervisor-oriented protective behavior and less cheating behavior. In Study 1, an experiment (N = 120) based on the autobiographical narrative method showed that supervisory trusting behaviors (i.e., delegation and coaching) were positively related to felt trust by supervisor. In Study 2, I tested the overall model using a survey (N = 353). The results indicated that perceived supervisor status accentuated the relationship between delegation and felt trust, while future focus accentuated the relationship between coaching and felt trust. Felt trust in turn enhanced supervisor-oriented protective behavior and reduced cheating behavior. In addition, supervisor status moderated the indirect effect of delegation on supervisor-oriented protective behavior and cheating behavior through felt trust. Future focus moderated the indirect effect of coaching on supervisor-oriented protective behavior and cheating behavior via felt trust by supervisor. These findings shed light on felt trust by supervisor and offer significant implications for both research and practice.

English

ISBN: 9798569984749Subjects--Topical Terms:

3435328
Perceptions.
Subjects--Index Terms:

Interpersonal trust

Antecedents and Outcomes of Felt Trust by Supervisor in the Workplace /
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520 $a Interpersonal trust has been identified as an important determinant of productivity in organizations. Although previous research has highlighted the importance to investigate trust from the perspectives of both the trustor and trustee, most studies have exclusively concentrated on trust rather than felt trust. By using the symbolic interactionist view and social information processing theory, I developed a model to delineate the emergence and influence of felt trust by supervisor. Specifically, I proposed that supervisory trusting behavior fosters subordinates' perception of being trusted, which in turn induces the subordinates to engage in more supervisor-oriented protective behavior and less cheating behavior. In Study 1, an experiment (N = 120) based on the autobiographical narrative method showed that supervisory trusting behaviors (i.e., delegation and coaching) were positively related to felt trust by supervisor. In Study 2, I tested the overall model using a survey (N = 353). The results indicated that perceived supervisor status accentuated the relationship between delegation and felt trust, while future focus accentuated the relationship between coaching and felt trust. Felt trust in turn enhanced supervisor-oriented protective behavior and reduced cheating behavior. In addition, supervisor status moderated the indirect effect of delegation on supervisor-oriented protective behavior and cheating behavior through felt trust. Future focus moderated the indirect effect of coaching on supervisor-oriented protective behavior and cheating behavior via felt trust by supervisor. These findings shed light on felt trust by supervisor and offer significant implications for both research and practice.
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